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Internal comms teams: It’s time to start thinking like social media managers

In today’s workplace, grabbing attention and building a sense of community is more challenging than ever. As Instagram has demonstrated, there’s immense power in blending visuals, brevity, and engagement-driven features to keep audiences captivated.

Why not apply the same principles to your internal communications plan?

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By embracing an Instagram-inspired approach, internal comms teams can turn traditionally static and monotonous updates into dynamic, employee-centric experiences, ultimately boosting engagement, experience, and retention.

And when we think about the newest generation of workers, a modern employee experience isn’t just nice to have — it’s a key differentiator: 70% of Gen Z employees would leave their job for better workplace technology.

Let’s dive into how you can create an Instagram-worthy internal comms strategy that truly resonates with — and retains — employees.

#1. #PicsOrItDidntHappen: Lead with visual storytelling

You know that old adage that “a picture is worth a thousand words”?

In a corporate environment, where text-heavy comms are the norm and often leave employees feeling uninspired, it might be worth even more. On Instagram, visuals do the talking. They capture attention, convey emotion, and get users to linger. Imagine applying the same idea to your internal comms.

From photos of team achievements to video messages from leadership, visually rich content invites more interaction and gives employees quick ways to engage with company updates. Incorporate more images, infographics, and videos to help distill complex messages, celebrate moments, and build a visually engaging narrative.

Try a “day in the life” photo series from different teams, or showcase milestones with celebratory visuals. This not only humanizes the workplace but also helps employees feel more connected to their colleagues across the organization.

#2. #StorySawItFirst: Share the moments that matter

Stories — on Instagram, Facebook, and beyond — have changed how we consume content by making it quick, timely, and interactive. For internal comms, a similar approach keeps messaging fresh and to the point.

Consider launching an internal Stories feature, with short-form, time-sensitive updates. Whether you use video, images, or brief text, these snippets can recap highlights, recognize employees, or celebrate accomplishments in a way that’s easy to digest.

Launch a weekly Story roundup that features key updates and celebrates wins from across the company. These updates create anticipation and encourage employees to check back regularly for new content.

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#3. #POV: Embrace user-generated content

One of the reasons Instagram is so successful is because it breaks down the barrier between creators and consumers: All users have the power to create, post, and engage with content.

Bringing this into the workplace by encouraging employee-generated content (EGC) adds authenticity and makes employees feel like co-owners of the company’s story.

Consider how your team could prioritize EGC and what makes most sense for your organization. Maybe it’s creating a designated space where employees can post daily photos from their workday, or coming up with an internal hashtag campaign where employees can share short stories that showcase daily victories or moments of pride.

We’ve seen firsthand the power of EGC on building trust on external channels: Content shared by employees receives 8x more engagement than content shared on brand channels. Imagine the impact this boost could have on your internal comms strategy.

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#4. #ForYouPage: Personalize your comms approach

If you spend enough time on social media platforms, then you’re deeply familiar with the omniscient algorithm — an underlying intelligence that recognizes which content you watch with most and, with increasing accuracy, serves it up to your news feed to create a more individualized and engaging experience.

Internal comms can take the same data-backed approach by using insights from their employee platform to segment audiences, gauging content effectiveness through metrics like engagement rates, and then tailoring content based on individual preferences

By surfacing hyper-relevant information to the right people — like recommended News Feed content based on team, or custom updates to specific departments and regions — you can make internal updates feel more targeted, help employees feel seen and understood, and prevent information overload.

#5. #SlowYourScroll: Prioritize mobile-friendly content

Instagram is all about mobile-first, short-form content. It’s what makes the platform so easy to navigate and what keeps people coming back for more.

When it comes to modern internal comms, employees are similarly craving updates and content that are quick to access and even quicker to digest, wherever they are.

As you plan out your content strategy, ensure all internal messages are mobile-friendly, concisely written, and formatted for on-the-go reading. For example, consider formatting key announcements as brief bullet-point highlights — we’re talking 200 characters or less — with a link to read more.

By keeping updates short and to the point, complemented with visuals whenever possible, employees can stay informed without dedicating a large amount of time — helping to ensure key messages don’t get lost in the shuffle.

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#6. #Influenced: Embrace the internal influencer

Influencers drive engagement on Instagram by speaking from an authentic, relatable perspective. By empowering internal champions, you can build similar trust and encourage peer-to-peer communication within the company.

Identify influential voices within the organization who can serve as communication champions and lead the charge for two-way communications. This might be leaders, long-term employees, or team leads who can add a personal, credible touch to internal updates and culture-building efforts.

Have these champions share company updates, promote engagement, or even host takeovers of internal channels to drive excitement and reach. Their familiar faces make messages feel more personal and authentic.

#7. #HighlightsReel: Spotlight employee achievements

On Instagram, highlights create a curated space for special moments. In internal comms, a similar approach can spotlight achievements and milestones in a meaningful way. And this small effort can have a big impact on retention: 79% of employees who quit their job cite a lack of appreciation as a key reason for leaving.

Create a virtual “highlight reel” to celebrate employee achievements, team milestones, and other noteworthy moments. This can be part of a monthly or quarterly roundup, creating a sense of shared success and recognition.

These small moments of celebration and success spotlights help employees feel valued and recognized within the larger internal community — and may even result in them staying longer at your organization.

#8. #LetsExplore: Make content easily discoverable

The Explore tab on Instagram allows users to stumble upon new and interesting content. Internal comms can take a similar approach by reimagining the outdated intranets of yore and making helpful resources easy to find and share.

Organize information in a way that allows employees to quickly discover and revisit updates, whether through tagging, keyword searches, or categories. A content hub can help employees catch up on past announcements or discover useful resources.

Create a centralized digital home for all internal updates, organized by topics like announcements, team wins, and resources. This lets employees browse based on their current needs or catch up if they missed a recent announcement.

Think beyond traditional communication channels

As employee communications move into the future, embracing creativity and interactivity — much like social media platforms we all know and use in our personal lives — can reshape the employee experience and build a more connected, motivated workforce.

By incorporating Instagram-inspired features into content strategies, internal comms teams can create a consumer-grade workplace experience that feels inherently familiar to employees, breaking down barriers for adoption and engagement.

Experiment with these tactics, prioritize authenticity, and watch as your employees become more empowered, creative, and excited to contribute to the company culture.

Blink. And design an internal comms strategy that gives Instagram a run for its money.

Managing frontline employees is an altogether different task than leading a desk-based team. 

For one, you’re usually working in shift patterns and you might have insufficient tooling to keep you all connected. This connection gap makes it all the harder to navigate the “Great attrition” risks and widespread disengagement that most first-line/frontline managers are faced with.

But we don’t need to linger on the reasons why managing the frontline can be hard. Let’s focus instead on how to do it more effectively.

Because if we can empower first-line managers to better manage their teams, we can help reduce attrition, increase engagement, and improve the employee experience for everyone.

In this guide, we'll discuss your role as a frontline manager, the challenges faced by frontline teams and their managers, and the best practice approaches you can adopt when managing frontline employees.

Understanding the first-line manager role

Frontline managers play a pivotal role in any deskless organization and account for roughly 60% of a company’s management ranks. They are responsible for managing the day-to-day activities of their teams and ensuring that their organization's frontline remains strong and efficient.

Ultimately, the role of a first-line leader is to enable frontline workers to do their jobs effectively. This might include setting objectives, delegating tasks, providing feedback on frontline employee performance, and ultimately driving organizational success. But it also means giving positive and constructive feedback: celebrating a job well done and stepping in to rectify when things aren’t going right.

And yet, first-line managers are often “accidental managers”, too. They might have been promoted to a managerial role because of their subject matter expertise and hands-on experience in the business — but they’ve yet to receive any dedicated management or employee engagement training to prepare them for the job. A large proportion (around 40% based on recent Harvard Business Review research) are first-time managers as well, in the very first year of their leadership journey.

Maybe that’s a description that resonates? And if it is, you’ll also be able to appreciate how that makes the role more difficult.

First-line managers: overworked and under-invested in?

First-line managers can be the hardest working and most undervalued level of management — under pressure from all angles and expected to pick up the slack caused by frontline labor shortages. 

When an organization propels someone into a leadership role with insufficient training and insufficient support, we can hardly be surprised if they struggle to perform. And many first-line managers do: 60% in fact, over their first two years.

Flipping that figure around and helping first-line managers to perform is relatively easy to achieve.

A frontline manager’s potential can be unlocked by:

• Providing them with tools for proper team-wide communication and workforce management
• Investing in management training (particularly around HR-related topics, such as redundancies and employee relations)
• Investing in employee engagement training to help manage and improve team morale
• Alleviating the strain of manual, repetitive tasks to free up their time to better manage their teams

Doing so is in everyone’s best interests. Frontline employees will receive a better and more fulfilling workplace experience which helps them deliver a better quality of service to customers. The impact of this will be felt on the organization’s bottom line, making frontline manager empowerment a business-critical mission for the C-Suite and other leaders.

If you’re a first-line manager, it’s good to know your worth. 

You are in a unique position within the organization — you’re frontline-facing and can act as a touchpoint between frontline workers and your desk-based peers. You can also be the catalyst for better frontline employee engagement and motivation.

Common challenges when managing frontline employees

If you’re facing challenges as a first-line manager, know that you’re not alone. 

There are a number of common issues impacting frontline teams, including:

• Poor communication and engagement
• Attrition and turnover
• Labor shortages
• Unstable service levels and disappointed customers
• Lack of useful tooling
• Lack of training for frontline teams
• Lack of training for first-line managers themselves

Attrition, turnover, and the unavoidable staff shortages that follow can seriously impact the quality of service provided by the frontline workforce. Frontline teams increasingly struggle to cover more tasks with fewer resources — and it’s often the first-line manager who is left racing to fill empty shifts, deliver on tasks, or explain the drop in productivity to other senior management.

High turnover rates can also have a detrimental effect on frontline team morale, as new employees come in and existing ones leave at a rapid rate. Open communication between you and your team — which also means providing fit-for-purpose employee engagement tools and solutions, and employee engagement activities — will be key in helping to build trust and loyalty within the organization.

Finally, frontline managers must effectively advocate for their teams when they are not getting adequate support from executives and training from the business. This may involve having difficult conversations with the C-Suite or presenting frontline engagement data that shows the value of investing in frontline teams.

7 best practices when managing frontline employees

1. Thorough onboarding

It’s important to provide all new team members with a detailed onboarding program. You want to create a sense of community for them and ensure that they know any responsibilities and KPI expectations for the role from the get-go.

All frontline employees should receive adequate training for their specific roles and ensure they understand the requirements of their job. This will be a compliance must-do in many frontline organizations, of course, but even if the role is light on health and safety or legal regulations, you’ll want to take the time to outline the responsibilities clearly. 

Onboarding can be a time-consuming process but it's an early driver of employee engagement, so explore the tools you have available to help lighten the load.

Again, the business case for doing so is easy to sell to decision-makers: the faster you can onboard new joiners, the sooner they can help move the business forward (and the less time and focus you’ll lose on your other essential tasks).

2. Active listening

Listening — and we mean really listening — to your frontline teams is essential for successful frontline management.

It can be difficult for frontline employees to feel heard, as they are often more spread out than desk-based colleagues and have less access to resources and support. As a frontline manager, it is important to ask for, actively listen to, and then share the concerns of your team.

3. Communicate across the board

Frontline teams have a unique brief when it comes to internal communications, and there aren’t too many tools that are really fit for purpose.

Having access to a mobile-first frontline employee app can help keep everyone in the organization connected. As a first-line manager, you can lead by example — posting and commenting on company updates, messaging frontline employees directly and within groups, as well as making sure that senior leaders are seeing what’s being shared.

By prioritizing communication with your frontline employees, you can ensure they always feel informed, appreciated, and engaged — no matter how infrequently you see them face to face.

4. Support and pastoral care

Management support is key for each team member to feel valued and to keep morale high knowing that their supervisor has their back. This can be done through regular check-ins, providing tailored resources for their development, and actively listening to — and actioning — their feedback for the business.

Empowering your frontline workforce with the support of intuitive scheduling solutions and the autonomy to manage their own workloads can also help them feel valued and give them a sense of responsibility.

Finally, providing instant access to mental health resources will enable employees to feel safer in the work environment, and more comfortable in approaching their manager with any issues they may have.

A TikTok video showing a restaurant manager comforting a tearful employee sparked a big conversation about pastoral care for frontline teams. You will find an approach that feels comfortable and beneficial for you and the people you work with every day.

5. Professional development

Many frontline workers feel that they do not receive the same access to career advancement opportunities as their desk-based colleagues. This can leave frontline staff feeling undervalued and, unsurprisingly, employee motivation starts to dwindle.

Professional development is key for frontline employees. Frontline managers know what is expected of them, and what it takes to be successful in the role. If you see those characteristics in someone else, develop them. This might mean connecting them with development opportunities, recommending them for promotion or training, as well as checking that your frontline staff are happy with their career development via ongoing employee surveys.

By investing in your frontline team’s growth, you can ensure that their skills are kept up to date, increasing their confidence and improving their job satisfaction.

6. Reward hard work and commitment

It’s essential to provide frontline employees with tangible rewards for their hard work and dedication, just as you would your desk-based staff. Not seeing your deskless employees every day doesn’t equal forgetting about their contributions to your company — that’s something you may need to remind desk-based senior leaders.

Rewarding your frontline can be done in a variety of ways: bonus pay, gift cards, lunch vouchers, or even just a public shoutout across the company. This helps to show appreciation for their efforts and encourages them to continue striving for excellence. It also allows you to boost employee morale and create a positive working environment.

While rewarding great work is important, in the current economic climate, businesses don't always have the funds to pay frontline workers more. That's why reward and recognition should always go hand-in-hand.

7. Recognize team and individual achievements

Employee recognition, small or large, is crucial for motivating and inspiring team members. 

Showing appreciation is a great way to boost morale and create a positive working environment. Recognizing employees can come in various forms such as verbal praise, recognition in meetings, and virtual employee recognition or Kudos.

If someone has dealt with a difficult customer or situation well, recognize this. If someone has worked extra hard to ensure quality of service, recognize this. Acknowledging great work can help empower employees and make them feel appreciated for their efforts. It’ll also make them more likely to perform that way again.

To retain a frontline worker and enable them to become a valuable asset to your organization, you need to ensure their efforts are recognized. By following this advice, you can show them that their hard work is appreciated and foster an environment of engagement and success.

Expert tips from frontline managers

Healthcare ops expert and former President of Administrative Operations at Elara Caring, Ian Gordon, has some key insights for us on the topic of engaging with frontline employees.

Here are just a few of his expert tips for navigating frontline management and engaging your deskless workforce:

• Create bi-directional communication: Communicating issues is a team effort. It starts with the CEO and runs the full way through to the frontline. Everybody has to own it
  
• Redeploy resources to the frontline: Increasing investments into the skills and capabilities of your frontline can be a true differentiator in the marketplace. It is also a good reason for your frontline to feel appreciated and invested in. Wondering where this extra budget will come from? If you can help retain employees with training and development, then you won’t need to spend so much on continuous recruitment
  
• The right tech: Being a frontline worker, you can’t spend a lot of time signing in and navigating complex tech. Having hub-based access to all-inclusive and easy-to-navigate information can really be a benefit to employees
  

Keeping frontline employees engaged is a key part of running a successful business.

Strategies for employee engagement and retention should cover the seven tips mentioned above. As well as providing accessible resources, frequent rewards and recognition, and implementing tailored technology solutions, you can foster an environment of engagement that will help to retain your frontline workers and enable them to become valuable assets for the organization.

Remember: investing in the growth of your frontline team is essential for success. With the right tools and support in place, you can create an environment of engagement in which everyone feels able to thrive.

Blink. And you’ve got a hotline to the frontline.

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Blink's industry-leading frontline app helps you take three simple steps to transform your frontline management.

1. Enable: Give your frontline the tools, information, and inspiration they need to go above and beyond.
2. Engage: Give your frontline instant access to the news, people, and information they need to feel part of the team.
3. Understand: Use data and insights you need to make the best decisions for your frontline team.

With our one-stop solution, you can get rid of complex and outdated processes that are blocking your frontline's satisfaction — and their success. With Blink, you can finally empower your frontline with the tools they need to succeed.

Get started today

JD Now, powered by Blink, will connect and engage circa 90,000 global workers across JD Group

JD, a leading global omnichannel retailer of sports fashion brands, has partnered with employee experience platform to unveil “JD Now,” a revolutionary employee super-app designed to transform communication and operational efficiency for its entire workforce. The platform is rolling out to circa 90,000 employees across JD Group’s global brands, including JD Sports, Go Outdoors, and Finish Line, marking a significant step forward in the company’s commitment to digital innovation and employee experience.

In the first 10 days following the pilot launch of JD Now, JD saw an incredible 74% adoption rate across the 20,000 initial users, as well as tens of thousands of direct and group messages — showcasing a near-immediate improvement to connection and communication.

Bridging the digital divide

The global retailer launched the platform after identifying opportunities to improve its internal communications and employee engagement. With a rapidly growing workforce, the company recognized that traditional communication methods — including shop-floor huddles, paper magazines, and physical notice boards — were no longer sufficient to maintain the level of connection and operational efficiency required for a business of its scale.

In response to feedback from employees who wanted a higher level of connection across the business, JD Group sought out a cutting-edge solution to unify and streamline its communication channels. Blink was selected for its expertise in frontline employee engagement and its ability to provide a mobile-first, user-friendly platform that could meet the diverse needs of JD’s expansive workforce.

“At JD, we know our people are our greatest asset and we are committed to investing in the tools to ensure they excel,” said Nicola Kowalczuk, chief people officer at JD Group. “The launch of JD Now in partnership with Blink marks an important step forward in enhancing our employees’ work experience and leading the way in retail digital transformation. This platform is not just about communication — it’s about equipping our teams with the resources they need to thrive in a fast-paced retail environment.”

JD Now: Key features and benefits

• Unified communication platform: JD Now is an easily accessible platform, simplifying communication and reducing reliance on traditional, inefficient methods.‍
• Enhanced employee engagement: By fostering better interaction between employees and leadership, JD Now is designed to boost morale and reduce attrition, creating a collaborative and engaging team environment.‍
• Employee-generated content: The platform makes it easy for employees to contribute ideas and feedback, encouraging them to be active participants in the brand’s evolution.‍
• Advanced digital transformation: JD Now reflects JD’s dedication to modernizing retail operations and providing employees with the tools needed to excel in a digital age.

Blink, known for its mission to connect frontline teams with the tools they need to thrive, is empowering hundreds of thousands of frontline workers globally with an engaging employee super-app that facilitates an average of seven interactions per day per user and helps to reduce attrition rates by up to 25%. 

“Collaborating with JD Group to launch JD Now is a major milestone for Blink,” said Sean Nolan, CEO and co-founder of Blink. “Our mission has always been to bridge the gap between leaders and frontline workers, and JD Now is a testament to our shared vision of transforming employee experience and communication in the retail sector.”

In 2020, digital transformation in the manufacturing industry was valued at $263.9 billion USD. This figure is anticipated to reach $767.8 billion USD by 2026. As business leaders in manufacturing, you probably already know all about how DX on your production line can improve your machinery, drive your production rates and refine your overall output.

But what about your day-to-day, run-the-biz systems? How can digital transformation in manufacturing also benefit your wider company operations and employee performance? How can you utilize DX in manufacturing to craft a more meaningful and engaging employee experience, and what other bonuses may you discover along the way?

At Blink, we know a thing or two about transforming the employee experience through the right digital tools and technologies. So with this guide, we are providing you with a comprehensive introduction to the key benefits of digital transformation in manufacturing and why it's essential for your organization right now, with a core focus on the digital employee experience and how you can transform it in your business.

What is digital transformation (DX) in manufacturing?

Digital transformation (DX) in manufacturing is the process of implementing new digital technologies to improve and refine processes in a manufacturing organization. This typically involves a range of procedures, from improving communication and collaboration to adopting new manufacturing methods, or automating tasks.

A digital transformation strategy works to improve the overall efficiency, productivity and profitability of a manufacturing organization by integrating new digital technologies – such as employee engagement tools, Industry 4.0, big data analytics, cloud computing, Internet of Things (IoT), artificial intelligence (AI) and augmented reality (AR) – into company processes.

And while we all know that production machinery and tech makes up a huge part of your company processes, it’s important to see the wider picture, too. DX can actually have a significant impact on the behind the scenes operations of your business, including how you communicate and engage with employees, distribute knowledge and connect teams, recruit new talent, and even support the wider community.

By undergoing DX in all areas of your business and integrating stronger digital employee experience strategies for your workforce, you can in fact unlock a range of surprising benefits for your organization.

Main goals of manufacturing digital transformation

"It's not possible to pick just a short list of technologies and declare them to be the next big thing. Any innovation project is always a combination of different technologies and thoroughly designed processes aiming to achieve business goals."

Max Ivannikov

But what are some of the main goals that manufacturers are focusing on for their digital transformation initiatives? As this industry whitepaper discusses, the main goals of manufacturing digital transformation can be segregated into four broader areas:

• Cost reduction: Leveraging digital technologies to reduce costs in areas such as supply chain management, employee performance, production planning and inventory control.
• Competitive advantage: Utilizing digital technologies to gain a competitive edge in the market, such as through improved customer/employee experience, product customization and data-driven decision making.
• Agility: Increasing flexibility and adaptability in the face of changing market demands, such as through improved supply chain visibility, predictive maintenance and agile business processes.
• New business models: This could include refreshing manufacturing processes, investing in digital technology to improve processes company-wide, and otherwise finding new revenue streams through digital transformation initiatives.

Common roadblocks to DX in manufacturing

Some common challenges organizations see when undertaking DX in manufacturing include:

• Competitive market: In a highly competitive market, your current digital capabilities and processes may not be enough to stay ahead. And with the swift upturn in DX investments in the market, it can be difficult to keep up with competitors who are already rapidly integrating new digital technologies. While you might feel on the back foot, it's important to remember that digital transformation is a long-term investment, and there are always opportunities for growth and sustainable improvement.
• Distributed workforce: It can be difficult to know where to begin with digital transformation, especially for manufacturers who have a distributed workforce and may not have a clear understanding of the specific needs and pain points of their frontline employees. This can make implementing new processes, rolling out communications and combating employee attrition particularly challenging. We'll dive deeper into how to enable DX by empowering your frontline workers later in this post.
• Costs and fees: Adopting new digital technologies and processes can be a costly investment, and there may also be additional fees for training and implementing these changes company-wide. It's important to conduct thorough ROI analysis and carefully weigh the potential long-term benefits against the initial costs.
• Resistance to change: Change can be difficult, especially for employees who have been working in a certain way for many years. This is why it's important to have clear communication and a strong employee engagement system in place to help employees transition and adapt to the new digital technologies and processes.

  Enabling DX by empowering the frontline

As we mentioned, a distributed workforce and lack of visibility into the specific pain points and needs on the frontline can make DX a challenge for manufacturing organizations. But by focusing on empowering your frontline workers, you can not only improve their experience and enable better communication, but also gather valuable insights to inform your digital transformation efforts.

One way to do this is through a mobile-first approach, providing frontline employees with devices and applications that allow them to easily access the information and communication they need, wherever they are on the factory floor. This not only improves productivity, but also allows for better data collection and analysis to inform DX initiatives.

Another key aspect is giving your frontline employees a voice in the digital transformation process, through tactics like regular check-ins and surveys, as well as dedicated onboarding and training programs. By actively seeking their input and understanding their specific needs, they will feel more engaged and empowered in the DX journey.

Frontline specific tech like Blink's employee app allows for better communication, feedback and overall engagement with your frontline workers. This helps to address common DX challenges such as unclear frontline needs and resistance to change, while also improving productivity and efficiency on the manufacturing floor.

With real-time employee engagement analytics, manufacturers can also track the impact, employee satisfaction and ROI of their digital transformation initiatives, supporting cost reduction efforts and decision making.

 One great example to illustrate this is our work with JFE. When Canadian manufacturing company JFE approached us, their frontline workforce was disconnected due to outdated technology and communications, and they were facing large shortages in the labor market.

We overhauled their current technology and communications processes with a real-time communication solution by offering channels to funnel information, the ability to communicate with their operating teams through chats and a central hub to give employees access to company information in one place. 

As a result, JFE was able to improve their recruitment processes, employee engagement, satisfaction and, crucially, its workers’ safety. With our help, they took the company from 300 to over 450 employees, and were able to promote initiatives in both recruiting and retaining staff to make them a more attractive employer to staff and new recruits.

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Interested in seeing how Blink's employee app can support your manufacturing digital transformation efforts? Schedule a free demo today.

6 unforeseen benefits of DX in manufacturing

So, you already know the production benefits of implementing DX in your business, but what about the benefits of DX solutions for the back of house? Here are 6 key benefits of DX in manufacturing that you just might have overlooked in the past.

1. Reduce staff turnover & recruit the right talent

More than 90% of manufacturing leaders believe that DX is important for their success, IDC states. They go on to predict that global DX spend among companies in discrete or process manufacturing industries will total more than $816 billion in 2025.

Hiring and retaining the right people in a competitive market can be a challenge for manufacturers, but DX can help. And with the IDC statistics above, it's more important than ever for manufacturers to keep up with digital transformation efforts in order to stay competitive in the recruitment market and attract top talent.

Adopting new technologies can make a company more attractive to potential employees and improve employee satisfaction and retention. It allows you to modernize, stay competitive and attract the right employees even when competitors are vying for the same pool of skilled workers with high DX spend.

In addition, frontline-specific tech can boost your employer value proposition as a manufacturer. You listen to how the frontline thinks and feels, allowing you to build trust with the entire workforce and reduce churn.

2. Improve worker health & safety

According to the Workplace Safety Index 2020, workplace injuries are a key driver of loss for U.S. businesses, costing more than $1 billion per week and $59 billion annually.

As we mentioned before, the rise of Industry 4.0 in the manufacturing industry has seen various manufacturers investing in new digital technologies to automate, modernize and enhance the entire process.

And with losses like these reported in the WSI, the key aspect of this modernization in the manufacturing industry is safety. By improving traditional manufacturing processes, boosting direct communication and implementing predictive maintenance, manufacturers can improve worker health and safety at the workplace.

With a frontline app like Blink, manufacturers can also gather direct employee feedback on safety concerns and act on them quickly, as well as offer training materials, policies, procedures and updates to ensure a safe work environment. 

Additionally, with research showing that engaged workers are more aware of their surroundings and best practices around safety and are more likely to take steps to protect their co-workers, by investing in and driving employee engagement throughout your company, you can improve worker health and safety as a whole.

By promoting a culture where employees feel comfortable to speak up about concerns or risks, actively participate in risk management and adhere to policies and procedures, manufacturers can see a decrease in injury rates and overall improvement in the health and safety of their workforce.

3. Increase your bottom line

The latest data suggests that digital transformation investment for manufacturing companies increases business value. Gartner reports that 36% of manufacturing enterprises realize above-average business value from IT spending in digitalization at a reasonable cost when compared with peers.

Opportunities for driving profit and increasing your bottom line don’t only come from your production line. Keeping the wider picture of DX in mind, you can utilize digital tools to drive business value through improving your run-the-business functions (like finance or human resources)

DX in an organization’s HR function, in particular, have shown increased employee engagement and statistics show that highly engaged organizations benefit from:

• 18% higher sales
• 23% difference in profitability
• 43% difference in turnover.

With employee engagement tools that provide streamlined workflows, real-time frontline communication and intelligence, seamless scheduling and product updates in addition to new production tech like IoT and augmented reality, manufacturers can cut down on extra expenses and improve the overall efficiency of all their operations.

This ultimately drives up profits and revenue and increases business value, with your teams performing at their best by using the latest and greatest technology solutions.

4. Boost Employee Engagement

The digital transformation process can also boost employee engagement. Adopting new, modern technologies can make employees feel more valued and appreciated, improving job satisfaction and retention rates.

Currently, Gallup data notes that industrial manufacturers haven't quite caught up to other industries in terms of adopting digital tools to improve employee engagement, with only 25% of manufacturing employees stating they felt engaged at work.

DX offers new ways for frontline employees to communicate with each other and leadership, improving transparency and overall communication in the workplace – a key component of employee engagement.

With frontline-specific tech designed to engage employees like manufacturers, you can gather key employee feedback and act on it to improve processes and enhance overall employee engagement. 

Further, according to the Chron, employee satisfaction is a reliable predictor of employee retention, meaning you can reduce churn and cut recruitment costs at the same time by improving the engagement your employees have with their digital tools.

Simplified, improved communications and streamlined, intuitive workflows means DX can enhance employee satisfaction levels for frontline workers, in turn, boosting their levels of engagement with their new tech and your employee retention rates.

And with the distinct improvement in profitability, sales and turnover that engaged teams provide as we highlighted above, it’s clear that investing in employee engagement initiatives is worth it from an ROI perspective.

5. Improve employee productivity 

It’s obvious how traditional digital transformation solutions help improve quality on the production line. But did you know that implementing DX to improve your employees’ engagement can also lead to huge productivity boosts? 

In the manufacturing sector, DX is not only about staying competitive or cutting costs – it's also about supporting your current employees; finding innovative ways to drive their motivation and productivity for a better overall business performance.

TechNative tells us that businesses must embrace innovative digital tools to make the employee experience seamless and personalized, creating a stronger emotional connection to the day-to-day experience of work.

Adopting new digital solutions, like frontline intelligence, predictive analytics and real-time communication solutions, allows you to foster connection with your frontline employees and act on their feedback to streamline day-to-day tasks. As such, your employees will feel better supported to be productive and efficient in their roles, and can produce their best work.

These employee technologies also offer product updates that keep everyone aligned with company goals, as well as streamlined workflows and schedules, reducing miscommunications and errors and allowing for maximum productivity.

So, not only does investing in digital transformation for your frontline workforce improve their overall job satisfaction, it also leads to a significant increase in motivation, productivity and output. It’s a win-win!

6. Build a positive brand reputation

In today’s day and age, it’s no secret that a company’s reputation is everything. In fact, the World Economic Forum has stated that a company's reputation can account for a quarter of its market value. Additionally, 87% of executives believe that reputational risks are more pressing than any other strategic risks.

As the digital transformation movement continues to evolve, your reputation as a manufacturing leader hinges on how well you adopt and use technology for success. Investing in new digital solutions for your frontline workforce is not only beneficial for your employees and your bottom line, but also for building a positive brand reputation.

By boosting employee engagement, satisfaction and productivity with technology, you’re not only improving the experience for those within your company, but also for your potential new hires and even your customers. With employees better equipped to provide top-notch service and meet customer demands efficiently, you can create a more positive customer experience and, ultimately, attract new business.

On top of that, adopting digital solutions for your frontline workforce also demonstrates your commitment to innovation and staying ahead of the competition in the manufacturing industry. It shows potential employees, investors, partners and customers that you’re dedicated to improving processes and creating a successful future for your company.

4 DX in manufacturing tips

Create a DX roadmap

According to LTI’s whitepaper: 

"Business leaders must move away from industry stereotypes, understand technologies, and help firms ride this wave with a competitive advantage by developing a successful transformation roadmap."

A DX roadmap, or digital transformation roadmap, is a plan that outlines the specific steps and timeframes for the adoption of new technologies to achieve your DX goals. This roadmap may be long and contain a number of different steps, but this allows you to stagger your digital transformation initiatives over time, prioritizing the areas that align with your current goals and business requirements.

To create your DX roadmap, you first need to understand the current state of your business. Your KPIs from above will come in handy here. Without knowing your starting point, it is impossible to map out a clear path to your goals. Therefore, knowing where you currently are is essential. 

Your DX roadmap should outline key objectives, success metrics, technology investments, roles and responsibilities, and timelines. Begin implementing new technologies, methods, and processes one step at a time, starting with those that will have the biggest impact on your desired goals. And don’t forget to measure and evaluate your progress regularly to ensure you stay on track.

Remember the bigger picture 

Remember, digital transformation is a long-term investment, with long-term value. Digital transformation is changing the way people do business. 

Great digital leaders sift through the latest technologies to identify which ones will have the biggest impact on their business, and then prioritize those implementations. Keep in mind that digital transformation is not just about adopting new technology, but also about changing processes and culture for maximum efficiency and success. 

And even with the relevant new technologies and industry trends to guide your digital transformation, you want to be uniquely positioned from your competitors. So, it's vital that you consider the wider market picture and how your DX transformation fits into it.

Consider your USPs. Can you provide a swift turnaround time based on your unique manufacturing technologies or streamlined business processes? Do you provide a second-to-none customer service journey because your customer-facing employees are always in direct contact with your frontline? You want these to be considered when mapping out your DX journey.

Set, monitor and measure your core transformation goals 

To undergo digital transformation in any industry, you need to know your transformation goals. According to Asana, the best way to understand if your digital transformation strategy worked is by monitoring your business success metrics.

For the manufacturing industry, these success metrics might include employee engagement rates, retention of clients or employees, a reduction in accidents and errors, increased efficiency in production, and sustainable business growth.

Make sure to align these goals with your business key performance indicators (KPIs), as this will ensure that the entire company is on the same page about what constitutes success for the digital transformation. Plus, it's important to regularly track and measure your progress towards these goals, adjusting as needed.

To do this, look for DX solutions that allow you to access Frontline Intelligence, providing you with key metrics, analytics and insights into your employee engagement, satisfaction and even retention rates. With handy tools like this included in your DX roadmap, you are set up for success in achieving your core transformation goals.

Communicate well and often 

As Mckinsey recommends for those undergoing digital transformation in the manufacturing industry:

“Communicate well and often. Establish an effective engagement plan and regular communication with critical senior stakeholders, site leaders, and a cross-functional core team.”

In short, communication is crucial for the success of your digital transformation. Keep all stakeholders, from top executives to frontline employees, in the loop about your DX roadmap and progress towards goals. This will ensure that everyone knows their role in the transformation and can work together towards success.

And don't forget to communicate with your employees! Driving employee engagement and buy-in for the digital transformation is crucial. They will be the ones driving and implementing these changes, so it's important that they understand the benefits and their role in making them happen.

Effective communication can also help with any potential resistance to change from employees. By keeping them informed and involved with easy-to-use, two-way conversations, you can work towards getting them on board with the transformation.

Accelerate your digital transformation today…

It's clear that leaders in the sector must prioritize DX efforts to ensure they're keeping up with competitors and improving overall satisfaction among their workforce. 

From minimizing the time spent switching between apps and logins, to sending real-time communications and vital updates, DX allows manufacturers to improve the employee experience in a modern, digital way, and boost their bottom line in the process.

Engineer a better employee experience for your manufacturing workforce today with our frontline employee engagement app. 

Designed specifically for industries like the manufacturing industry where workforces don’t have 24/7 access to a computer, or even a company email account, our platform is here to transform how you do business. Our app rethinks outdated frontline tech and offers a modern, digital solution for your frontline employee engagement.

Request a free demo today to see how Blink can transform your manufacturing business.

Book a demo

More than 80% of the global workforce is deskless. That's more than 2.7 billion people working outside of a traditional office setting, making it more important than ever to have effective communication tools in place.

This guide is designed to help business leaders keep their deskless employees connected and communicating, no matter where they are. We'll cover a variety of topics, from why communication is so important (and often challenging!) for deskless workers, to how to choose and evaluate digital communication tools to engage your deskless workforce with ease.

Why communication is important for deskless workers

With such a strong majority of the global workforce that is deskless, purposeful corporate communication solutions are crucial. This means ensuring all employees feel connected, in-the-loop and heard - even as a deskless team. As such, there are a number of reasons effective employee communication is important for frontline workers and their wider teams.

1. Reduces turnover 

With the Great Resignation still in full swing, all business leaders need to be focusing on employee retention. This becomes even more prominent for the deskless workforce, with 52% of frontline workers claiming they would leave their job over tech tools in 2022.

Additionally, according to a survey of 8,000+ global frontline workers and C-suite executives, 45% of frontline workers were planning on leaving the frontline altogether this year.

With most corporate communications tools not designed for them and frontline engagement projects lacking in substance, deskless workers are showing high turnover rates and low job satisfaction, creating an unstable workforce for your business.

Effective communication can improve job satisfaction by creating a sense of community and increasing transparency from leadership. This also helps to reduce misunderstandings and conflicts among employees, leading to better employee retention rates.

2. Increases profits

Better communication means better engagement. Indeed tells us that improved communication works to connect and keep open lines of communication between employees and other members of the organization, which ultimately works to create better engagement between employees. But did you know that this can have a further positive impact on your company profitability?

Engaged employees, who feel heard, valued and involved in communications, are more productive, and this increased productivity can often result in a more profitable business.

As we highlighted in our recent Employee Engagement Statistics Guide, highly engaged organizations achieve a 23% difference in profitability, alongside a 43% difference in turnover. By driving home your employee engagement with impactful, intuitive communication, you’re investing in the success of your deskless workforce, and the long-term success and overall profitability of your business. 

3. Drives employee experience & empowerment 

Deskless workers often have limited access to traditional channels of communication, such as email or company intranet. Providing alternative means of communication, such as mobile apps designed for the frontline, can help improve the employee experience by giving them a voice and empowering them in their work environment.

This also allows for agile, on-the-go, two-way communication that deskless employees need in their fast-paced work environments, which is where communications for deskless workers often fall short. 

Better employee experience can also boost your bottom line. HBR research shows that a shift in employee experience would result in a 45% increase in profits per person-hour, adding significantly to both individual, team and overall company success.

4. Increases productivity & organization

Effective organizational communication can increase productivity by reducing miscommunications and streamlining processes. It also allows for better frontline organization, as employees have access to important information and updates in real time. 

This helps deskless workers stay on top of their tasks and responsibilities, leading to more productive employees and a more organized frontline.

Without efficient two-way communication solutions, it can be difficult for business leaders to understand, or even acknowledge, the issues their frontline workers are facing. For example, did you know that 70% of frontline workers have either suffered from burnout or felt at risk of burning out?

With great team communication, your leaders can hear and respond directly to workers needs, implementing them into their organizational practices.

Whether that means giving employees an intuitive two-way communication solution such as a mobile employee app, an accessible scheduling tool to prevent miscommunications or an easier way to organize shift swaps, effective communication can improve the productivity and organization of your workforce. 

5. Boosts trust, engagement & morale

A lack of communication can lead to a disengaged and distrusting workforce, as employees feel isolated and disconnected from the larger company culture.

Research shows that nearly all (99%) of C-suite executives believe their frontline workers trust them, while only a quarter (26%) of workers entirely trust their organization to communicate company updates and news transparently.

Clearly, as part of the C-Suite it's important to understand how purposeful internal communications help to build a sense of community among deskless workers. By increasing transparency from leadership, you can drive employee engagement long-term. In turn, this can improve overall job satisfaction, minimize churn and build trust with your workers.

6. Improves worker safety

Proper communication can also improve safety in the workplace. Problems with communication leading to major accidents/incidents are well known, according to HSE.

Proper frontline communication includes informing deskless employees of important safety updates, as well as providing a platform for reporting concerns or hazards. In turn, this can lead to a better quality of work and decrease the likelihood of accidents or injuries on the job.

The Blink frontline engagement app offers a central Hub for storing core company policies, procedures and training documents, ensuring all teams have access to important information and updates in real time. It also includes Secure Chats, giving frontline employees the ability to report concerns or hazards directly to management for swift resolution.

The challenges of communicating with deskless workers

While the benefits are great, it can be a huge challenge to communicate with deskless workers in the modern work environment. Some key challenges of communicating with deskless workers include:

• Budget: When you're under-budgeted and under pressure, finding the right communication channels and tools for your deskless workers can be a complex and costly process for business leaders that don't know where to invest.
• Old software or no access to tech: Deskless workers may not have access to the same technology or software that office-based employees do, leading to communication disconnects, especially when using tech not designed for them.
• Implementing new software: Introducing new communication software can also be a challenge, requiring dedicated training and support to ensure adoption and success for your deskless teams.
• Easy access to the right information: Deskless workers often require easy access to essential information, such as company updates, product knowledge or HR policies. Without proper communication channels in place, there can be a breakdown in sharing important information with these teams.
• Disconnected, disengaged & distributed: With teams spread across various locations, it can be difficult for deskless workers to feel connected and engaged with the company and their coworkers. Effective communication helps bridge this disconnect.
• No sense of community or belonging: Deskless workers may not have the same office community or team spirit as traditional office-based employees, making it crucial for businesses to find ways to build a sense of belonging and connection within their remote or distributed teams.

So – how can leaders overcome these challenges and drive stronger communication between their employees? Let’s take a look.

How to improve communication with deskless workers

Build a digital culture

The pressure’s on for leaders in the frontline sector to digitize their communication efforts with deskless employees. As such, many companies are now developing digitalization strategies that enhance employee experience and drive performance.

WeForum reports:

• One key to business success in a post-Covid world is to embrace a digital culture.
• For digital culture to be successful, it must be driven from the ground up.

Clearly, it's important for business leaders to embrace a digital culture, with communication tools and processes that accommodate deskless workers. This means investing in the right technology solutions, as well as training and support for adoption of more complex tools.

For leaders of a deskless organization, digital communication can reduce the complexity of managing a dispersed team, as well as improve transparency and accessibility for employees in remote locations, making everyone's lives easier. 

Digital transformation and digital adoption are now key concepts for the deskless workforce, and a focus on digital culture can ensure deskless workers feel connected and included in company processes. With your workers able to access important information and comms from the palm of their hand, you'll have no shortage of engaged, on-the-ball and informed employees.

And remember, this digital transformation must be built from the ground up, with impactful input from deskless workers themselves on their communication needs and challenges.

Listen to and act on feedback

As important as it is to have the right communication tools in place, it's also essential for business leaders to implement processes that gather and listen to feedback from their deskless teams. Ask for input on what channels and tools they prefer, as well as how communication processes can be improved, and implement it in your communication strategy.

Direct communication with features such as surveys, polls or secure chats can make it easier for deskless workers to provide their input. And listening to and implementing this feedback can lead to more successful communication strategies with your deskless teams.

When workers know that their feedback is being listened to, and acted upon, they will be more receptive to future engagement strategies and communications. 

With the right processes in place, deskless workers can feel just as heard, connected, included as their office-based colleagues, leading to a more natural, intuitive communication flow within the entire organization.

Provide easy access to key information

By providing an easy-to-access, intuitively designed central Hub for information and communication, deskless workers have easy access to the essential information they need for their roles. This includes company updates, product knowledge, HR policies and more - all in one place, accessible on any device.

A central Hub can also promote a sense of community by allowing deskless workers to connect with their colleagues and share ideas or important information. 

This not only saves valuable time for you and your employees, but can also boost your productivity and improve communication initiatives in the long run.

Focus on building a sense of belonging and connection

Though they may not have the same office community as traditional office-based employees, there are still ways to build a sense of belonging and connection for deskless workers. 

This includes regularly scheduled check-ins with managers or team members, virtual (and meaningful) team building activities, and offering opportunities for professional development.

These efforts can help deskless workers feel included, valued, and connected with their colleagues and the company as a whole, which can improve employee engagement in a way that feels natural and earned.

Keep two-way communication channels open

As we touched on, it’s important for deskless workers to not only receive information, but also have the opportunity to share their ideas and feedback. 

Communication should not be a one way street from the top down. Employees should be engaging in two-way conversations with both each other and management in order to keep communication open and transparent.

This can be done through regular check-ins or meetings, as well as utilizing communication tools that allow for a two-way flow of information - such as Secure Chats or collaboration platforms.

Encourage real employee recognition

Recognition and appreciation are important for all employees, but can be even more impactful for deskless workers who may not have the same opportunities for team praise or company events.

Implementing a recognition program, with features such as virtual badges or “shout-outs”, can help deskless workers feel seen and valued. And don’t underestimate the power of a personalized thank you note or Feed shoutout from leadership - deskless employees can feel just as appreciated through these small gestures.

The role of technology in deskless communication & employee engagement

The right employee technology is vital for your team communication. And as the deskless workforce continues to grow, so does the need for communication technology and tools specifically designed for them.

Reports show that 75% of deskless workers spend most of their work time using some form of technology, yet 60% reported being unsatisfied with the tech they use.

This is where better employee communication and engagement apps come in. By investing in technology that truly supports and engages your deskless team, you’re able to better connect with them, reaping all of the benefits of great communication we explored above.

But what is the exact role of technology in team comms and employee engagement? Here are a few key roles great technology solutions can play:

Easy communication & real-time responses

The right tech should connect your deskless employees with ease, ensuring they have the same access to communication as their desk-based colleagues. With mobile and desktop apps, they can easily communicate no matter where they are or what device they’re using, making one key role of employee tech easy and intuitive communication.

Successful communication also relies on timely responses, and the right employee communication app should support this with real-time messaging and notifications. This helps to keep your deskless team in-the-loop, ensuring they have access to important information as it happens.

Easy access to important information

Employee engagement technology reduces complexity and overhead for your teams by simplifying password management with single sign on to your tools. By centralizing important information, documents and updates on one platform, employees can easily access what they need without having to navigate multiple systems or chase down colleagues, resulting in a better overall employee experience.

Easy implementation & adoption 

A key role of the right technology in team communication and engagement is simple implementation and adoption. Look for a solution that’s easy to set up and navigate, with support available when you need it. This helps make the transition smoother, leading to faster adoption and better results from your tech investment.

It can also be useful to choose a technology that feels familiar to employees in order to drive adoption of your chosen tool. By providing a user-friendly, familiar experience, such as a mobile app, deskless workers are more likely to engage and adopt the technology in their day-to-day work.

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Develop business value away from BAU IT

One core role of employee communication tech is to help your business leaders focus on driving real change and value, rather than being bogged down by day-to-day IT management. Look for a solution that is scalable and customizable, allowing you to easily adapt your communication strategy as your business grows and changes.

By developing business value away from business-as-usual (BAU) IT and into an employee communication and engagement platform fit for your frontline, you’re investing in your deskless workforce, and ultimately, your organization.

How to measure the impact of communication technology on your workforce

C-suite leaders are starting to catch on to the potential benefits employee communications technologies, tools and apps can have on their workforce. In fact, leadership trends show increased HR support of supervisors and managers with innovative processes and technology. But how can those leaders measure the success of these digital initiatives?

As part of the C-Suite, the CIO will want to see ROI on any investment made in employee communication technology. In fact, data from CIO found that 81 percent of IT leaders agree that CIOs are under extreme pressure to defend their technology investments and prove ROI.

The best way to measure and prove this is through collecting and analyzing engagement data before and after implementing the technology.

This can be done through surveys, pulse check-ins, or feedback from leaders and managers on team performance. Additionally, you should consider investing in a technology that provides real-time employee engagement analytics, like our Frontline Intelligence feature, to get live insights into how your deskless teams are utilizing the tool.

This key data can help inform and improve your internal communication strategy, ultimately leading to better, and more tangible, ROI.

It’s also important to consider other measures of success, such as improved team profitability, communication and collaboration, boosted employee engagement and satisfaction rates, increased productivity, and higher retention rates for deskless employees. These all contribute to the overall impact of employee communication technology on your workforce.

Final thoughts

At Blink, our employee communication and engagement software offers a mobile-first, intuitive solution for your deskless workforce. We support real-time communication, easy access to important information, and simple implementation and adoption – all key roles of technology in team communication and employee engagement.

Our employee app is made for the frontline, to support the needs of your deskless team and drive business value in the process. 

Interested in learning more? Request a demo today to see how Blink can drive value for your deskless organization.

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Meet one of Blink’s earliest builders — Ryan McClarnon, London-based Android Developer and proud co-creator of the Blink app itself.

Nearly eight years ago, he joined a tiny team with a big vision. Since then, he’s helped bring that vision to life — architecting our Android experience from scratch and playing a key role in shaping the platform that now powers millions of frontline workers worldwide.

We caught up with him to talk about product pride, purpose-driven work, and what it’s like to grow alongside the app you helped create. Let’s get into it.

1. Which Blink office do you work out of?

London.

2. What is your position at Blink?

I’m an Android Developer.

3. How long have you been at Blink?

I’m about to hit my 8-year Blinkiversary!

4. What initially attracted you to join Blink?

When I interviewed, Blink was still in its infancy. The product looked very different — many of today’s features didn’t exist yet — but in my conversations with Sean I could clearly see where he wanted to take it. His vision of building something people genuinely benefit from, rather than just have to use, really resonated with me. Joining felt like an opportunity to help shape something meaningful from the ground up.

5. What’s a project you are proud of from your time at Blink?

Before I joined, there was no native Android app — only a web version you could load on a phone. My teammate Olly Fox and I built the Android app entirely from scratch and have maintained and grown it over the last eight years. Knowing that a stable, user-friendly app, which millions of people rely on every day, started as our blank canvas is easily what I’m most proud of.

6. How would you describe the company culture at Blink in three words?

I’d sum it up as innovative, collaborative, and driven.

We’re constantly evolving — whether that’s the app itself or the way we work together—so innovation is baked into everything we do.

Collaboration is equally core. Every success here is a team effort, and people genuinely lean on one another’s expertise.

And finally, we’re driven: The company sets clear goals and everyone rallies around them, pushing hard to make them a reality.

7. What’s one thing you’re excited about for the future of Blink?

I’m excited for the day Blink becomes a household name — when any frontline or office worker immediately thinks of our super-app (not the security camera!) the moment they hear “Blink.”

8. Can you tell us about a recent initiative or program launched at Blink that you found particularly exciting?

The Blink for Everyone initiative — the charitable arm of Blink that supports non-profit organizations everywhere — really inspires me. Hearing about the organizations signing up and the impact it can have on them shows how much difference our platform can make.

9. Why do you work for Blink?

Blink’s mission aligns with my own values: We build a product that genuinely helps people. On top of that, as one of the product owners, I have considerable responsibility and variety in my day-to-day work, which keeps things engaging and rewarding.

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